A touch away from unlimited information and ever so comfortable with technology, members of Gen Z are aptly referred to…
Browsing: Diversity & Inclusion
Saraf Furniture is taking its Diversity & Inclusion (D&I) agenda quite seriously. The online furniture company is all set to…
Cipla has extended its Group Mediclaim Policy to cover employees of the LGBTQ community and live-in partners. The move is…
Almost every major global issue has its roots in some form of inequality. There is an imbalance of social, economic…
Redefining HR processes is one of the many measures an organisation takes to better its workplace diversity and culture. Godrej…
As part of its diversity and inclusion (D&I) initiative, Daimler India Commercial Vehicles (DICV) has taken on 46 women to…
Ubisoft has hired Raashi Sikka as its first global vice president responsible for diversity and inclusion. Sikka has moved from…
Former corporate communications lead of Mercedes-Benz Research and Development India, Ira Pradhan, has joined Freshworks as leader-internal communications, diversity &…
The second edition of #include, the Indian e-commerce company, Flipkart’s annual event, witnessed prominent industry leaders throwing light on their…
People from different races, genders, ethnicity and geographical locations working together to achieve a common goal can make a whole…
Air India has been asked to alter its hiring policy so as to permit third-gender candidates to apply for jobs.…
Integration of sportspersons is successful only if they are able to play a meaningful role in the organisation.
The company believes that it will be a big step towards promoting diversity and improving employee experience and will be extended to other OYO offices as well.
The policy changes reinstate the importance of employees being able to champion work–life integration and achieve their maximum potential — at work and at home.
Organisations with a dedicated resource are able to take a planned, outcome- driven approach to diversity building, which results in a more productive and engaged workforce
The real issue for the Company was the under-representation of women and diverse professionals, both in magnitude and levels of seniority.
Across the globe, 78 per cent companies prioritise diversity to improve company culture, 62 per cent do so to boost financial performance and 49 per cent to better represent customers.
The objective is to focus on diversity and inclusion, and also provide women the opportunity to excel
The time marks the moment at which they stopped getting paid for, in comparison to men.
Would the amendments in the Maternity Act make professional progress smoother for females or indirectly create new roadblocks?
There are leadership differences between men and women, which make for gender diversity in the workplace.
India Inc. needs to address the systemic, culturally ingrained issues affecting women’s workplace experiences and career trajectories in order to be fully inclusive.